A new TUC report calls on unions, employers and the Government to redouble efforts to tackle the increase in racism following the vote to leave the EU. The report ‘Challenging racism after the EU referendum’ comes after a major spike in reports of racist and xenophobic incidents since the referendum and includes a set of immediate actions that government, employers and trade unions can take to challenge and defeat racist behaviour. Recommendations for employers are as follows:
- Adopt and promote zero-tolerance anti-discrimination policies, such as Transport for London’s well- publicised policy of prosecuting those who abuse staff.
- Have a system in place which allows staff to report discrimination at work easily, and have the confidence employers will take complaints seriously.
- Work with unions to train and support staff.
Readers should also note that The Telegraph have reported that workers who voted for Britain to leave the European Union in the referendum in June have complained of experiencing hostile remarks, harassment, and “cultural bullying” from Remain-supporting colleagues. PwC, the consultancy firm, is advising four companies whose pro-Brexit staff have lodged legal complaints over angry clashes in the office and on social media.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
